İş Hukukunda Deliller – İzmir İş Hukuku Avukatı

Bir davanın tarafı olan herkes, kanunda belirtilen süre ve usule uygun olarak ispat hakkına sahiptir. Medeni Kanun’da da, kanunda aksine bir hüküm bulunmadıkça taraflardan her birinin hakkını dayandırdığı olguların varlığını ispatla yükümlü olduğu kuralına yer verilmiştir. İddianın ispatına yönelik Medeni Kanunda yer alan genel kurala paralel düzenlemeye Hukuk Muhakemeleri Kanununda da yer verilmiştir. Hukuk Muhakemeleri Kanununda ispat yükünün, kanunda özel bir düzenleme bulunmadıkça iddia edilen vakıaya bağlanan hukuki sonuçtan kendi lehine hak çıkaran tarafa ait olduğu düzenlenmiştir.  

The burden of proof is... HMK's 190. Article 6 of the Turkish Civil Code, which is structured in parallel with Article 6 of the Turkish Civil Code, states that the burden of proof rests with the party who benefits from the legal consequences attached to the alleged fact. However, the article also notes that the contrary may be stipulated in special laws. 

HMK Article 194. The article imposes the burden of concretizing the facts. The reasoning states that lawsuits cannot be filed and conducted with general statements without relying on concrete facts. For example, claiming severance pay, notice pay, vacation pay, overtime pay, etc., based on the statement that the plaintiff worked at the workplace for a long time and was not paid their legal rights, without specifying who terminated the employment and how, is not in accordance with the law. In such a case, the judge must clarify the case within the scope of Article 31 of the Code of Civil Procedure. 

İş hukuku uyuşmazlıklarında taraflar iddialarını pek çok ispat aracı ile ortaya koymaya çalışırlar. Bunlardan sıklıklar karşımıza çıkanlar şöyle sıralanabilir:  Sgk kayıtları, bilirkişi, tanık, yemin, ücret bordroları, fazla çalışmaya ilişkin imzalatılan evraklar, ibraname, iş sözleşmesi,  Hukuk Muhakemeleri Kanununa göre senet, kesin hüküm bulunmaması, ikrar ve yemin kesin delil sayılmaktadır. Tanık, bilirkişi, keşif ve uzman görüşü ise takdiri delillerdir. Mahkeme, çözümü hukuk dışında, özel veya teknik bilgiyi gerektiren hâllerde, bilirkişinin görüşünün alınmasına karar verir.  Hakim, bilirkişi tarafından hazırlanmış olan rapora göre karar vermek zorunda değildir. Gerekçelerini ortaya koyarak farklı kararlar da verebilir.  

In labor law, one of the most important means of proof is witness testimony. Besides written evidence, the witness is the person who best knows the workings of the workplace and is aware of all events through their senses. For this reason, witness testimony holds a special place in labor law. If the witness presented by the plaintiff has a conflict of interest with the defendant, that witness's testimony cannot be relied upon. In particular, the statements of a witness who does not work at the workplace, is unaware of the working conditions, is not familiar with workplace practices, and has no knowledge of the operation should not be taken as the basis for a decision. In such a case, the testimony of such a witness will not be considered credible, and if the plaintiff has no other evidence, the case will unfortunately be dismissed. 

To give an example; 

• The burden of proof regarding the employee's working hours, overtime hours, work on holidays, and the amount of wages received rests with the employee. However, the burden of proof that the employee's wages have been paid, that they have taken their paid leave, and that they have been paid for any overtime work performed, rests with the employer.  
• The party claiming to have signed the resignation or release document under duress will have to prove it. In a lawsuit, the burden of proof rests with the employee who claims that their free will was compromised and that they were forced to sign the resignation documents, or that they signed these documents under mobbing and fear of losing their job. Otherwise, the case will be dismissed due to lack of proof, and the employee will suffer a loss of rights. A release document drawn up by a notary public is considered valid evidence until proven otherwise. 
• In cases where the duration of employment is disputed in the specified manner, the employer's insurance records alone constitute irrefutable presumption that the employment was performed in that manner. 

Görüleceği üzere iş davalarında iddiaları sadece dile getirmek yeterli değildir; doğru delillerle, doğru süreler içinde mahkemeye sunulması gerekir. İspat yükünün yanlış değerlendirilmesi, haklı olunan bir davada dahi usulen kayıplara yol açabilir. Bu nedenle dava öncesinde ve yargılama sürecinde uzman bir hukukçu ile yürümek hayati önem taşır.

Ephesus Law aspect, Izmir labor law attorney kadromuzla müvekkillerimize profesyonel destek sunmaktayız. İş mahkemelerindeki haklarınızı eksiksiz savunmak ve stratejik bir hukuki yol haritası çizmek için Karşıyaka lokasyonunda hizmet veren Izmir Karşıyaka lawyer ekibimizle dilediğiniz zaman iletişime geçebilirsiniz.

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İş Hukukunda İbraname | İzmir Avukatı

İş sözleşmesinin tarafları anlaşarak sözleşmeyi her zaman sona erdirebilirler. Fesih, sözleşmenin taraflarından birinin sözleşmeyi sona erdirmeye ilişkin irade açıklamasıdır. Bir diğer ifade ile sözleşme, taraflardan birinin  irade açıklamasıyla geleceğe yönelik olarak ve karşı tarafın kabulüne gerek olmadan ortadan kalkar.  İşte bu noktada iş sözleşmesinin sona ermesi ile, ibraname imzalanması gündeme gelecektir. Bu yazımızda ibraname nedir, ibranamenin geçerlilik şartları nelerdir, hangi durumlarda ibraname geçersiz sayılır gibi başlıkların üzerinde duracağız.

1. İbraname Nedir?

Hukukta ibra; aklanma, temize çıkma gibi anlamlara gelmektedir. İş hukuku anlamında ibraname ise alacaklı durumunda bulunan işçinin veya işverenin borçlu durumundaki işçi veya işverene  karşı sahip olduğu bir veya birden fazla alacağını ortadan kaldıran; onu geçmişe dönük olarak ibra ettiğini gösteren belgedir.

Bir başka anlatımla ibraname, işçi ile işveren arasındaki iş ilişkisi sebebiyle doğan borçların sözleşme ile sona erdirilmesidir. Buna ”ibra sözleşmesi” denir. İbraname imzalayan işçi dava açabilir ve kıdem tazminatı ile eksik ödenen işçilik alacakları varsa bunları daha sonra da alabilir. İbra sözleşmesi, borç ilişkisinden doğan belirli bir borca ilişkin yapılır.

2. İbranamenin Geçerlilik Koşulları Nelerdir?

İbranamenin geçerliliği TBK 420/2 maddesinde düzelenmiştir. Buna göre düzenlenecek ibranamenin hüküm doğurabilmesi için belli başlı şartları sağlaması gerekir. İnceleyecek olursak:

• İbraname yazılı olmalıdır. Bunun anlamı, yazılı bir metnin olması gerektiği ve bu metnin altında işçinin imzasının yer alıyor olmasıdır. İşçinin herhangi bir ortamda alacaklarını aldığını beyan etmesi sms, telefon kamera kaydı vs. hukuken bir anlam ifade etmez.
• İş sözleşmesinin sona erdiği tarihi takip eden bir aylık süre sonrasında imzalanmış olmalıdır. Yani, işçinin işten ayrılması ile ibraname vermesi arasında en az bir ay olmalıdır. Bunun amacı, işçinin ibra sözleşmesi yaptığı sırada işverene olan muhtaçlık durumunun sona ermiş olmasıdır.
• İbranameye konu olan alacağın türü ve miktarı ilgili metinde açık ve net bir şekilde yer almalıdır. Örneğin ‘çalıştığım süre boyunca her türlü hakkımı aldım, hiçbir hak ve alacağım yoktur. Şeklindeki beyanlar geçerli sayılmayacaktır. Her hak türü, kalem kalem ve miktar miktar yazılmalıdır.

İşçiye yapılması gereken ödemeler hak tutarına nazaran eksiksiz ve banka aracılığıyla yapılmış olmalıdır. Banka hesabı metinde yazdığı şekli ile bizzat işçi adına açılmış bir hesap olmalıdır. Bu özellikleri taşımayan ödemelerin ibraname ile ödenmiş sayılması mümkün olmaz. Bütün şartlar sağlandığı taktirde, ibra sözleşmesinde aksine bir hüküm de yoksa asıl alacak ile faiz, rehin, ceza koşulu gibi fer’i haklar da sona erer. Ancak alacaklı, işlemiş faiz veya gerçekleşmiş cezai şart alacağını saklı tutmuşsa, ibraya rağmen bunlar varlıklarını sürdürür.

3. İbraname İmzalayan İşçi Ne Yapabilir?

Yukarıda sayılan şartlarda eksiklik olması durumunda, ibraname imzalayan işçi ibraname ile bağlı değildir. İbranamenin tutar içermesi ancak belirtilen tutarın gerçek alacağı göstermemesi hâlinde ise ibraname içerdiği miktarla sınırlı olarak makbuz niteliğinde sayılacaktır. İşçinin hak ettiği tutarın tam olarak ödenmemesi hâlinde makbuz niteliğindeki ibraname, işçinin ödenmeyen veya eksik ödenen tutarı talep etmesine engel teşkil etmeyecektir. Bu kapsamda işçi, yasal haklarını işverenden talep edebilir. Kıdem tazminatı, ihbar tazminatı ve diğer işçilik alacakları için noterden ihtarname çekerek ödeme için makul bir süre verilmeli, tanınan mühlet içinde işveren ödeme yapmazsa iş mahkemesinde dava açılmalıdır.

Baskı altında imzalatılan ibranameler, eksik hesaplanan tazminatlar ve makbuz niteliğindeki belgelerin mahkeme nezdinde çürütülmesi, ileri düzey iş hukuku uzmanlığı ve doğru delil yönetimi gerektirir. Sürecin en başından itibaren usul hatası yapmamak, hak kaybına uğramamak adına profesyonel bir avukatla çalışmak kritik önem taşır.

Ephesus Law aspect, Izmir labor law attorney kadromuzla geçersiz ibranamelerin iptali, eksik ödenen tazminatların geriye dönük tahsili ve iş mahkemelerindeki dava süreçlerinde müvekkillerimizi en etkin şekilde savunmaktayız. Karşıyaka lokasyonundaki büromuzda hizmet veren Izmir Karşıyaka lawyer ekibimizle iletişime geçerek yasal haklarınızın korunması için dinamik bir hukuki danışmanlık alabilirsiniz.

4. İlgili Yargıtay Kararları:

A. İş ilişkisi devam ederken düzenlenen ibra sözleşmeleri geçersizdir. İşçi bu dönemde tamamen işverene bağımlı durumdadır ve iş güvencesi hükümlerine rağmen iş ilişkisinin devamını sağlamak veya bir kısım işçilik alacaklarına bir an önce kavuşabilmek için iradesi dışında ibra sözleşmesi imzalamaya yönelmesi mümkündür (Yargıtay 9. H.D. 13.01.2014, E. 2011/51524, K.)

B. İbranamenin tarih içermemesi ve içeriğinden de fesih tarihinden sonra düzenlendiğinin anlaşılamaması durumunda ibranameye değer verilemez (Yargıtay 9. H.D. 13.01.2014, E. 2011/51524, K.)

Tüm bu açıklamalar ve kanun hükümleri ışığında iş hukukunda borcun sadece ibra imzalamak ile sona eremeyeceği, her şekilde ifanın gerektiği ve dolayısıyla ibranamelerin çoğunlukla kanuna aykırı şekilde düzenlendiğini görmekteyiz. İbraname sadece ispat açısından bir belge niteliğindedir. İbranın iş hukukunda kullanılabilmesi için şartlarının buna uygun hale getirilmesi gerekmektedir.

For legal advice on this matter, please contact our expert team. Contact page.

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İşten Ayrılma Dilekçesi | İzmir Karşıyaka Avukat

İstifa, işçi tarafından işten ayrılma kararının işyerine yazılı olarak bildirilmesidir. İşten ayrılma dilekçesinin verilmesindeki amaç;  resmi bir bildirimde bulunmak, olası bir dava durumunda da hukuki dayanak oluşturmaktır.

İşten ayrılmaya karar verildiği noktada işçilik alacakları ve hak edişlerden mahrum kalmamak için öncelikle iş sözleşmesinin işçinin lehine bir şekilde sonlandırılması büyük önem arz etmektedir. Zira, iş sözleşmesi haklı ve geçerli nedenle olmak üzere iki şekilde sona erdirilebilir.

Haklı sebeple iş sözleşmesini sona erdiren işçi işçi alacaklarına hak kazanırken; iş sözleşmesini geçerli sebebe dayandırarak sona erdiren işçinin çalışmış olduğu sürelere göre kanunda belirlenen ihbar sürelerine uyması gerekmektedir. İşçinin ihbar süresini uyumaması ve işten hemen çıkması durumunda işçilik alacaklarına hak kazanamayacağı gibi işverene ihbar tazminatı ödemesi de söz konusu olacaktır. (Detaylı bilgi için Karşıyaka Avukat – İhbar Tazminatı başlıklı yazımızı inceleyebilirsiniz) Bu sebeple istifaya ilişkin bir dilekçe yazmadan önce, iş sözleşmesi nasıl sona erdirilmesi gerektiği ile ilgili hukuki görüş almak önemlidir.

Bu süreçte faydalı olacağını düşünüdüğümüz diğer konu başlıklarına aşağıdaki bağlantılardan ulaşabilirsiniz. – Karşıyaka Avukat

• Ücreti Ödenmeyen İşçinin Hakları başlıklı yazımıza from here You can reach us.
• İş Hukukunda İbraname başlıklı yazımıza from here You can reach us.
• UBGT Nedir? başlıklı yazımıza from here You can reach us.
• Kıdem Tazminatı Nedir? başlıklı yazımıza from here You can reach us.

Tüm bu anlatılanlardan sonra , iş sözleşmesinin sona erdirilme şekline karar verildikten sonra işten ayrılma dilekçesi yazılacaktır. Şimdi sırasıyla dikkat edilmesi gereken hususları inceleyelim:

1. Hangi sebeple iş sözleşmesinin sona erdirildiği açıkça yazılmalıdır: Yazılacak olan istifa dilekçesinde hukuki bir dil kullanılmalı iş sözleşmesinin hangi sebeple sona erdirildiği açıkça; mümkünse kanun maddesi ile birlikte yazılmalıdır.

2. İstifa sonrası sosyal hak ve güvencelerin ödenmesi gerekiyorsa dilekçede belirtilmelidir: Kıdem tazminatı, ücret alacağı, fazla mesai, yıllık izin alacağı gibi bir çok ödeme kaleminde alacağı olan işçinin istifa dilekçesinde bu hususları bildirerek talep etmesi gereklidir.

3. İstifa işverene doğrudan veya ilgili birime yapılmalıdır: Burada ilgili birimden kasıt muhasebe birimi veya insan kaynakları müdürlüğü olabileceği gibi doğrudan işverenin kendisine de yapılabilir.

4. İstifa yazılı olmalıdır: İleride bir hukuki uyuşmazlık çıkmaması adına istifa mutlaka yazılı bir dilekçeyle yapılmalıdır. Hatta ispat hususunda ve istifanın tarihine ilişkin sorun yaşanmaması adına söz konusu istifanın mutlaka noter aracılığıyla yapılmasını tavsiye edilmektedir. Zira bazı durumlarda işverenler işçinin yazılı olan istifa dilekçesini yok sayarak/yırtarak noterden ihtar çekerek sözleşmesini ben fesih ettim ve şu sebeplerle haklıyım diyerek dava açabilmektedir. Bunun örneklerine uygulamada sıkça rastlamaktayız. Bu sebeple ileride sorun yaşamamak adına gerek istifa dilekçesinin içeriğini, gerekse istifa dilekçesinin ulaştığı tarihin resmi kayıtlarda olması açısından noter kanalı ile istifa dilekçesini göndermek önemlidir.

Yukarıda yazılan hususlar, işten ayrılma dilekçesinde bulunması zorunlu olan unsurlar değildir. Fakat dilekçede dikkat edildiği taktirde hukuki uyuşmazlık konusunda işçi lehine olacaktır.

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Interest on Employee Debts | Izmir Labor Law Attorney

Interest on Workers' Excesses

Karşıyaka Avukat – İşçilik alacakları, Labor Law No. 4857‘nda düzenlenmiş olup, işçinin iş sözleşmesinin sona ermesi halinde ortaya çıkan bazı hak ve alacaklarına verilen isimdir. İşçilik alacaklarının bir kısmı (Kıdem tazminatı, ihbar tazminatı, yıllık izin ücreti alacağı, kötü niyet tazminatı gibi) feshe bağlı alacaklar olup; iş akdinin sona ermesiyle talep edilebilen işçilik kalemleridir. İşçilik alacaklarının bir kısmı ise (Ücret, fazla mesai ücreti, ubgt ücret alacağı, hafta tatili ücret alacağı gibi) feshe bağlı olmayıp, iş akdi feshedilmiş olsun veya olmasın işçinin hak kazandığı zaman talep edebileceği alacak kalemleridir. İzmir Karşıyaka’da işçilik alacaklarına faizin ne şekilde uygulanacağı ve faiz başlangıcının nasıl belirleneceği ise uygulamada zaman zaman karıştırılmaktadır. Bunları sırası ile inceleyecek olursak;

1. Severance Pay:

The employee's severance pay is calculated based on their last gross salary (including all benefits). The total gross salary is obtained by adding regular social benefits and similar payments such as transportation allowance, meal allowance, bonuses, etc., to the employee's last gross salary, and this gross salary is used as the basis for calculating severance pay.

Kıdem tazminatında faiz başlangıcı hep aynı olup, ilk davada olduğu gibi, ek davada veya dava değerini (ıslah yoluyla) artırmada da faiz başlangıcı: iş sözleşmesinin kıdem tazminatını hak edecek biçimde sona erdiği tarihtir.  (Kıdem tazminatı ile ilgili detaylı bilgi almak için Karşıyaka Avukat – Kıdem tazminatı adlı yazımızı inceleyebilirsiniz.)

The ruling of the 9th Civil Chamber of the Supreme Court of Appeals, numbered 2017/5554 E., 2018/7618 K., dated 04.04.2018;  ”"...According to Article 11 of Article 14 of Law No. 1475, which is currently in force, by virtue of Article 120 of the Labor Law No. 4857, if severance pay is not paid on time, the highest interest rate applied to deposits should be awarded..." Therefore, the interest rate to be applied to severance pay is the highest interest rate applied to deposits by banks.

2. Severance Pay

Severance pay is compensation that the party terminating an indefinite-term employment contract without just cause and without providing proper notice must pay to the other party. Unlike seniority and annual leave, severance pay is not tied to a one-year employment requirement. Even if the contract lasted less than six months, the employee has the right to receive severance pay.

İhbar tazminatına yasal faiz uygulanmaktadır. Yasal faiz, 01.06.2024 yılı itibariyle %24’tür. İhbar tazminatı ile ilgili detaylı bilgi almak için Karşıyaka Avukat – İhbar tazminatı adlı yazımızı inceleyebilirsiniz.)

The ruling of the 9th Civil Chamber of the Court of Cassation, numbered 2017/5535 E., 2017/11218 K., dated 22.06.2017.;

”"...The interest rate to be applied in terms of severance pay should be the legal interest rate, which varies according to current rates. If a different type of interest is stipulated in an individual or collective labor agreement, the agreed interest rate shall be applied, provided it is not lower than the legal interest rate...".

Unlike other receivables, legal interest is applied to this receivable item. Since the type of interest and the statute of limitations for labor receivables can vary depending on the specific case, it is important to have the process handled by an expert to avoid any loss of rights. In this context, Izmir Karşıyaka lawyer With this support, it will be possible to properly evaluate severance pay, interest, and statute of limitations processes.

3. Annual Leave Pay Entitlement

Annual leave pay is a type of labor entitlement earned by an employee for unused annual leave days. According to the Labor Law No. 4857, if an employment contract is terminated for any reason, the employee is obligated to receive payment for any unused annual leave days. This entitlement cannot be claimed during the employment contract; it becomes due and payable upon termination.

Regarding interest to be applied to annual leave pay, the generally accepted view is that the receivable becomes due as of the termination date, and interest accrues from that date without the need for a separate default. While the type of interest is generally the statutory interest, different assessments may be made depending on the specific circumstances of the case.

The statute of limitations for claims for annual leave pay is 5 years, in accordance with Law No. 7036 on Labor Courts, and this period begins to run from the date of termination of the employment contract. If the employee does not make a claim within this period, the claim will be time-barred.

Annual leave pay, within the scope of employee entitlements, is often subject to erroneous calculations. Therefore, to avoid any loss of rights, it is crucial to seek legal assistance throughout the process. In this context, having a lawyer follow the process, especially in the Karşıyaka region of İzmir, is important for the accurate calculation and collection of the amount owed.

4. National Holiday, Public Holiday and Overtime Pay

Compensation for work performed by a worker during religious and national holidays and official public holidays. Legal interest on National Holiday (UBGT) pay is generally calculated from the date the employer is deemed to be in default or from the date of the lawsuit or amendment/increase in claim. This is being implemented. To avoid any loss of rights, it is crucial that these calculations are done meticulously and that the process is followed up through an expert lawyer; therefore, you can contact our law firm operating in the Karşıyaka region of İzmir to ensure the collection of your rightful UBGT and other labor receivables with the correct interest applied. Izmir Karşıyaka lawyer You can receive professional legal support from our team.

5. Overtime Pay

One of the most frequently disputed issues in labor law is overtime pay claims., 4857 sayılı İş Kanunu’nun 34. maddesi as required applied to deposits by banks highest interest rate Interest is calculated based on the date the employer is deemed to be in default through a proper notice, or the dates of the lawsuit and amendment/increase in claim. To avoid losing your rights due to incorrect interest type or insufficient period calculation, and to collect your receivables in full, Izmir Karşıyaka lawyer By contacting our team, you can confidently conduct your legal process on a professional basis.

Interest Commencement Dates in Partial Claims and Uncertain Claims in Light of Supreme Court Decisions

In its decision dated February 28, 2018, with case number 2015/9-3157 and decision number 2018/365, the General Assembly of the Supreme Court of Appeals ruled that, ”On the other hand, considering the purpose of the uncertain claim lawsuit and the nature of the lawsuit, in cases where there is no default before the date of the lawsuit, the default occurs on the date the lawsuit is filed for the entire amount of the claim determined in full and definitively as a result of the trial in an uncertain claim lawsuit, and therefore interest should be awarded from the date of the lawsuit.” and further ruled that, “In this case, since the lawsuit is an uncertain claim lawsuit, the material and formal legal consequences arising from the filing of this lawsuit (interruption of the statute of limitations and others) should also be valid for this lawsuit; therefore, it was correct for the court to apply interest from the date of the lawsuit to the entire amount of the claims, including the increased amounts requested in the petition for increased claim.”.

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For legal advice on this matter, please contact our expert team. Contact page.

Other works we have prepared within the scope of Labor Law;

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İhbar Tazminatı Nedir? – İzmir – Karşıyaka Avukat

Severance pay, regulated under Article 17 of the Labor Law No. 4857, is compensation paid when the other party is not notified before the termination of indefinite-term employment contracts, or when the legally stipulated timeframes are not adhered to.

This regulation aims to prevent hardship for both parties by allowing a reasonable period of time before the termination of the contract between the employee and the employer.

What are the notice periods?

According to the law, the party wishing to terminate an employment contract is obliged to give the other party prior notice within the periods specified below:

Service Period	Notification Period
0-6 months	2 weeks
Between 6 months and 1.5 years	4 weeks
1.5 to 3 years	6 weeks
3 years and older	8 weeks

If the parties terminate the employment contract immediately without complying with these deadlines, compensation equal to the amount of wages corresponding to the notice period. He/She has to pay.

What are the eligibility requirements for severance pay?

Severance pay is a two-way compensation that can be claimed by both the employee and the employer. However, the following points should be noted:

From the Worker's Perspective:

• By the employer without notice and unfair dissolution If this has happened, the worker is entitled to severance pay.

From the Employer's Perspective:

• Employee, without a valid reason If an employee leaves their job without complying with the statutory notice period, the employer may demand severance pay from the employee.

Does severance pay accrue in the case of termination for just cause?

Articles 24 and 25 of Law No. 4857 immediate termination for just cause In these cases, severance pay is not applicable. This is because there is no obligation to comply with the notice period in such terminations.

Calculation of Severance Pay

Severance pay is calculated based on the employee's gross salary and length of service. The following factors are taken into account in the calculation:

• Monthly gross wage,
• Food, travel, bonus regular paid fringe benefits (brief salary),
• Fee applicable on the termination date is taken as the basis.

Example: If an employer terminates an employee's contract without notice and unfairly after two years of employment, the employer is obligated to pay severance pay equivalent to six weeks' gross salary.

Are there notice periods for fixed-term employment contracts?

According to Article 17 of the Labor Law No. 4857, severance pay is only applicable to indefinite-term employment contracts. Therefore, since fixed-term employment contracts terminate automatically at the end of their term, no notice period or severance pay applies to these contracts.

Is job searching allowed during the notice period?

Yes, there is. According to Article 27 of the Labor Law No. 4857:

• It is a legal obligation of the employer to grant the employee at least 2 hours of leave per day to search for a new job during the notice period.
• The employee can use this leave on a daily basis, or, with the employer's approval, combine it and use it all at once (for example, by adding it to the last few days).
• İş arama izninin hiç kullandırılmaması veya eksik kullandırılması hâlinde, bu sürelere ilişkin ücret, işçiye %100 zamlı (fazla çalışma gibi) ödenmek zorundadır.
• Failure to use or collective use of job search leave does not affect the overall notice period. In other words, the notice period continues to run for the legally defined duration.

Statute of Limitations

With the amendment made to the Labor Courts Law No. 7036, claims related to severance pay also commence from the date of termination of the employment contract. 5 years A request must be made within it.

What should be done in case of a dispute?

In disputes regarding severance pay as well mandatory mediation as a prerequisite for filing a lawsuit The process should be followed. If an agreement cannot be reached through mediation, a lawsuit can be filed in labor courts.

Work or Payment in lieu of wages during the notice period.

The employer is not obligated to employ the worker during the notice period. However, in this case:

• An employer who wishes to dismiss an employee immediately can do so by paying the employee's wages in advance, which would correspond to the notice period.
• Similarly, if an employee wishes to leave without adhering to the specified terms, they are obligated to pay severance pay to the employer.

Severance pay is a significant entitlement that arises when an employment contract is not terminated properly, and it affects both the employee and the employer. To ensure accurate calculation of this compensation and a complete legal process, it is recommended to seek professional legal assistance.

For all your questions and specific situations regarding notice pay, severance pay, and other labor-related entitlements, you can receive legal advice from our office.

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What is Severance Pay? | Izmir Labor Law Attorney

What is severance pay?

Severance pay is a labor entitlement regulated under Article 14 of Law No. 1475, which is in effect pursuant to Article 120 of the Labor Law No. 4857. It is a payment that the employer must make to the employee upon termination of the employment contract, under certain conditions, in return for the employee's service throughout their employment period.

An employee is entitled to severance pay if the legally defined conditions are met. Severance pay is compensation for years of labor and is a legally guaranteed right. Proper assessment and timely submission of claims related to this right are of great importance to the employee.

Conditions for Entitlement to Severance Pay

According to Article 14 of the Labor Law No. 1475, for an employee to be entitled to severance pay, the following conditions must be met simultaneously:

• To work subject to the Labor Law,
• Having worked for the same employer for at least one year,
• The employment contract;
  • By the employer termination without just cause (Except for Article 25/II of Law No. 4857),
  • By the worker termination for just cause (m.24),
  • The worker military service leaving the job due to,
  • female worker married voluntarily resigning from the job within one year from that date,
  • The worker pension, ...meeting the conditions other than age, or leaving after obtaining a letter from the Social Security Institution (SGK),
  • The worker death termination due to.

Except in these cases, for example, when an employee resigns or the employer terminates the employment contract for just cause, severance pay is generally not entitled.

Severance Pay Calculation

Severance pay is calculated based on the employee's length of service and the latest figures applicable as of the employee's termination date. dressed gross wage The calculation is based on the following: When calculating the worker's gross wage, all ongoing social benefits, whether in kind or in cash, such as transportation allowance, meal allowance, etc., must be taken into account.

However, since there are many technical factors to consider in the calculation (e.g., severance pay ceiling, fringe benefits, duration calculation, interest application, etc.), seeking professional assistance in this matter is important.

You can seek advice from our law firm to ensure your severance pay is calculated correctly and in accordance with current legislation.

What is the ceiling for severance pay?

The maximum gross salary to be used as the basis for calculating severance pay is limited by the severance pay ceiling determined annually (or every six months) by the Ministry of Treasury and Finance.

According to Article 14 of the Labor Law No. 1475, severance pay to be paid to the employee is calculated based on 30 days' gross wages for each full year of service. However, this wage cannot exceed the severance pay ceiling.

The salary cap is particularly important for high-paid employees. An employee whose gross monthly salary exceeds the cap can only receive severance pay up to the cap amount.

The severance pay ceiling is calculated based on the civil servant salary coefficient and is generally updated twice a year, in January and July.

Maximum Severance Pay Amounts by Year

PERIOD	AMOUNT
01.01.2026 – 30.06.2026	64,948.77 TL
01.07.2025 – 31.12.2025	53,919.68 TL
01.01.2025 – 30.06.2025	46,655.43 TL
01.07.2024 – 31.12.2024	41,828.42 TL
01.01.2024 – 30.06.2024	35,058.58 TL
01.07.2023 – 31.12.2023	23,489.83 TL
01.01.2023 – 30.06.2023	19,982.83 TL
01.07.2022 – 31.12.2022	15,371.40 TL
01.01.2022 – 30.06.2022	10,848.59 TL
01.07.2021 – 31.12.2021	8,284.51 TL
01.01.2021 – 30.06.2021	7,638.96 TL
01.07.2020 – 31.12.2020	7,117.17 TL
01.01.2020 – 30.06.2020	6,730.15 TL

Timing of Severance Pay Payment and Late Payment Interest

Upon termination of the employment contract in the ways described above, severance pay must be paid immediately and in full by the employer.

According to the last paragraph of Article 14 of the Labor Law No. 1475:

“In a lawsuit filed due to the delayed payment of severance pay, the judge will, at the end of the proceedings, determine the amount of payment for the period of delay, based on the unpaid period. the highest interest rate applied to deposits "It orders payment."”

According to this regulation, if the employer fails to pay severance pay on time, the employee can claim not only the amount owed but also interest on late payment calculated at the highest interest rate applied to deposits.

Statute of Limitations

With the entry into force of the Labor Courts Law No. 7036, the statute of limitations for claims related to severance pay has been extended. 5 years This period is defined as such. This period begins to run from the date the employment contract ends. Claims not made within this period are subject to statute of limitations.

Is it mandatory to resort to mediation?

In disputes relating to severance pay, Mandatory mediation before filing a lawsuit The mediation process must be initiated. If the parties cannot reach an agreement during the mediation process, the employee can file a lawsuit in the labor court. As a result of the trial, the court will order the payment of severance pay and, if necessary, accrued interest.

For all legal details regarding your entitlement to severance pay, including calculation of your claim, statute of limitations risk, interest rates, and litigation and mediation processes, you can receive consultancy services from our office.

For legal advice on this matter, please contact our expert team. Contact page.

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Night Shift Overtime | Lawyer in Izmir

In labor law, the working period defined as night work is the time between 8:00 PM at the latest and 6:00 AM at the earliest, and in any case lasting a maximum of eleven hours.

Legal Düzenleme:

Labor Law No. 4857‘According to Article 69 of the law, which regulates night hours and night work.; "In working life, 'night' is the period starting no later than 8:00 PM and ending no earlier than 6:00 AM, and in any case lasting a maximum of eleven hours. Depending on the nature and requirements of certain jobs, or the characteristics of certain regions of the country, regulations may be issued to determine the application methods of the provision in the first paragraph by setting the start of 'night' earlier, adjusting summer and winter time, specifying the start and end times of the day period, or establishing a system for paying extra wages for certain night work, or prohibiting night work for workers in workplaces where there is no economic necessity for night operations. Workers' night work cannot exceed seven and a half hours."”

Overtime on Night Shifts ÇHow does habituation occur?

By law, night work is permitted in certain jobs and workplaces, or in exceptional circumstances. A worker's work is considered night work if more than half of their working hours fall within the night period. Night shifts cannot exceed 7.5 hours, and overtime work is not permitted.

Night shifts exceeding 7.5 hours are frequently practiced in workplaces. In such cases, if an employee's night shift exceeds 7.5 hours, they are entitled to overtime pay. Therefore, even if the weekly working hours do not exceed 45 hours, overtime pay must be paid if night shifts exceed 7.5 hours.

Within the framework of the Omnibus Law No. 6645, the prohibition on working more than 7.5 hours (during night hours) has been lifted for workers in the tourism, healthcare, and private security sectors, provided that the employee states in writing that they consent to working overtime.

Night Shift Movertime pay Ne Kis?

 Overtime pay for each hour of extra work will be calculated by increasing the hourly rate of normal work by fifty percent.

Night ÇHow is habituation determined?

Work performed by an employee where more than half of their working hours fall within the night period is considered night work. Furthermore, Article 69 of the Labor Law No. 4857 defines "night" in working life as the period starting no later than 8:00 PM and ending no earlier than 6:00 AM, and in any case lasting a maximum of eleven hours. If more than half of an employee's working hours fall within this time period, the work will be considered night work. In this case, the portion exceeding 7.5 hours will be considered overtime, and overtime pay will be paid for this period.

Night ÇIndividuals who cannot be trained:

1. During the night shifts between 20:00 and 06:00, children and young workers under the age of 18 cannot be employed for night work.
2. Female employees cannot be forced to work night shifts from the time their pregnancy is confirmed by a medical report until childbirth.
3. New mothers are prohibited from working night shifts for one year following childbirth. After this period, they may not be employed in night shifts for any period where a medical report determines that it is detrimental to their health and safety.
4. Pregnant or breastfeeding employees cannot be made to work more than seven and a half hours a day.
5. There is no provision in the Labor Law prohibiting disabled workers from working night shifts. However, if a disabled worker has a medical board report indicating a condition that prevents them from working night shifts, they cannot be assigned to night shifts.

Relevant Supreme Court Decisions:

In its decision dated July 2, 2015, numbered 2015/17642 E, 2015/24006 K, the 9th Civil Chamber of the Court of Cassation ruled as follows:; 

“…Work in which more than half of the legally mandated daily working hours fall within the night period is considered night work. Article 69 of the Labor Law No. 4857 states that “In working life, “night” is the period starting at 20:00 at the latest and ending at 06:00 at the earliest, and in any case lasting a maximum of eleven hours.’ The relevant provision exists. Considering these provisions, since the plaintiff's 12-hour work period between 20:00 and 08:00 includes 10 hours between 20:00 and 06:00, meaning more than half of it is night work, the entire work period between 20:00 and 08:00 should be considered night work. Accordingly, the 1.5-hour break should be deducted from the 12-hour work period between 20:00 and 08:00, resulting in a daily actual work period of 10.5 hours, and the overtime exceeding the legal limit of 7.5 hours of night work should be determined as 10.5 - 7.5 = 3 hours per day. It is erroneous to base the judgment on the expert report which calculates the daily overtime period as 1.5 hours…’

The decision of the 7th Civil Chamber of the Court of Cassation dated July 1, 2013, numbered 2013/3898 E. and 2013/12354 K.in;

”Workers' night shifts cannot exceed 7.5 hours per day. This constitutes the limit for daily work, and therefore for overtime. Even if the legal weekly working limit of 45 hours is not exceeded in terms of night shifts, overtime pay must be paid for work exceeding seven and a half hours per day. Our court's decisions are also in this direction. In the specific case, the court ruled that the plaintiff was not entitled to overtime pay because his weekly working hours were below the limits due to working 20 days and taking 10 days off. However, the statements of the witnesses, who said, "One of the shifts started at 7 PM and ended at 7 AM," indicate that the plaintiff's working hours during the night shift exceeded the legal limit of 7.5 hours…“

Gece çalışması yasağının ihlali, gece vardiyasında fazla mesai ücretlerinin eksik yatırılması iş hukukunda haklı fesih ve tazminat nedeni doğurur. İş davalarında sürelerin ve zamanaşımı sınırlarının katı uygulanması nedeniyle, dava sürecinin uzman bir gözle yönetilmesi gerekir. Izmir Karşıyaka lawyer ekibimiz, işçilik alacaklarının tespiti, ihtarname süreçleri ve iş mahkemelerindeki yargılamalarda yanınızdadır. Izmir labor law attorney danışmanlık hizmetlerimiz hakkında detaylı bilgi almak ve hukuki süreçlerinizi güvenle başlatmak için bizimle iletişime geçebilirsiniz.

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Probationary Employment | Lawyer in Izmir

What is the trial period?

The probationary period is a time frame during which the employee can observe the working conditions, assess their ability to perform the job, and test whether the job description in the contract aligns with the actual situation. For the employer, this period serves to measure the employee's ability and productivity in performing the assigned tasks. Through the probationary period, the employer forms an opinion on whether the employee can adapt to the job and its characteristics.

What is a probationary period job?

Employment contracts between employees and employers that allow for a decision on whether to continue or terminate the contract after a specific period are called probationary employment contracts.

Law No. 4857 Labor Law |’This is regulated in Article 15 of the Law, and the relevant article of the Law is as follows: "When a probationary period is included in the employment contract by the parties, its duration may be a maximum of two months. However, the probationary period may be extended up to four months by collective bargaining agreements. During the probationary period, the parties may terminate the employment contract without notice and without compensation. The employee's wages and other rights for the days worked are reserved."‘

A probationary period, to be included in the employment contract, is a period during which the employee observes the working conditions, assesses the suitability of the work undertaken in the contract to the specific situation, and understands their ability to perform the job; and the employer evaluates the employee's ability and efficiency in performing the work under the contract. The Supreme Court of Turkey holds that, since an employment contract establishes a continuous debt relationship based on mutual trust between the parties, the employer has a protected interest in allowing the employee to be tested for a certain period to learn about their professional knowledge and skills, their work style, their adaptation to the workplace, and their behavior.

What are the terms and conditions of a probationary period job?

• 1. Even during the probationary period, the worker must be insured.
• 2. The probationary period must be clearly stated in the employment contract.
• 3. If an employment relationship is not established at the end of the probationary period, the employee must be paid their wages, even if they have worked for only one day.
• 4. The probationary period can be set at a maximum of 2 months. In collective bargaining agreements, this period is 4 months.
• 5. Both parties may terminate the contract without compensation or penalty during the trial period.
• 6. All rights are valid during the probationary period specified in the probationary employment contract.

A probationary employment contract automatically terminates at the end of the probationary period. However, if the employee continues to be employed after the probationary period, this contract will transform into a single contract with the nature of an indefinite-term employment contract from the beginning (Turkish Code of Obligations, Article 430/paragraph 2).

All employees working during the probationary period can benefit from the personal and labor rights granted to them. These rights include receiving payment for their work, joining a union of their choice, and taking leave.

If, after the probationary period begins, the employee is unable to work for various reasons, the probationary period may be extended by the same number of days the employee was excused from work, as this period has not achieved its purpose. This is not a legal requirement; it will only be valid if the parties include this provision in their contracts.

Since an employee is entitled to annual leave after completing one year from their first day of employment, the probationary period will be included in this one-year period for calculations. Furthermore, because the probationary period is also considered in terms of the employee's seniority, it must be included in the length of service calculation when determining severance pay.

A probationary employment contract is not among the contracts that must be in writing. In other words, it is not mandatory for a probationary employment contract to be in writing. However, for evidentiary purposes, it is important that the probationary period is specified in writing. Because specifying the probationary period in writing will prove its existence.

The main consequence of a probationary employment contract is this: during the probationary period, both the employee and the employer can terminate the employment contract without waiting for the notice period and without compensation. The employee's wages and other rights earned for the days worked are preserved. Beyond this, the probationary period gives the parties an idea of how the employment relationship will be structured.

Written Determination of the Probation Period in Supreme Court Decisions:

Because, whoever alleges a violation of the rule is obliged to prove their claim. There is no explicit provision in the law regarding the form of a probationary employment contract. However, it must be in writing, especially in terms of the burden of proof. Being in writing is not a condition of validity, but a condition of proof…” (9th Civil Chamber, 2009/13019 K.)

“…According to the case file, it is understood that a fixed-term employment contract of 6 months was signed between the plaintiff and the defendant employer, and that a probationary period was stipulated in Article 7 of the contract in accordance with the conditions of Article 15 of the Labor Law No. 4857. The plaintiff's employment contract was terminated before the end of the probationary period. Due to the termination during the probationary period, the plaintiff is not entitled to severance pay. The written acceptance of the claim for severance pay instead of its rejection is erroneous and necessitates reversal…” (9th Civil Chamber, 2011/14882 K.)

Secure your rights with a Karşıyaka Labor Law Attorney.

Employing workers without insurance under the guise of a probationary period, failing to pay wages using the probationary period as an excuse, or exceeding legal time limits are all violations of labor law. Seeking legal assistance is crucial, both to ensure that probationary clauses in employment contracts are legally compliant and to avoid loss of rights in cases of unlawful termination.

Ephesus Law aspect, Employment law attorney in Karşıyaka, İzmir Our team provides professional legal advice and representation to clients in the preparation of employment contracts, probationary period disputes, and labor claims cases. We aim to ensure your processes are conducted in full compliance with legal regulations. Izmir Karşıyaka lawyer You can contact our team.

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